Key points:
- Without meaningful, verifiable learning taking place, microcredentials hold no value or credibility
- Effective skills-based assessment, or simulation-based assessment, is based on a strong competency framework
- See related article: Employer demand for microcredentials is on the rise
Increasingly, colleges and employers are looking for strategies that will allow them to adopt skills-based learning and assessment, either as part of microcredentialing or a corporate training and development program.
Online learning platforms such as Udemy, Udacity, and Coursera have expanded rapidly by making micro-learning and training more accessible and affordable for a wide population. However, as online learning has become more popular, some providers simply convert print training materials directly to digital and try to use the same strategies that are used in a traditional classroom within the digital environment.
A more effective approach is to ensure that those courses and assessments are built on sound pedagogical practices that actively help learners actually learn the content they are supposed to be mastering. Without meaningful, verifiable learning taking place, those microcredentials hold no value or credibility.
From learning goals to interactive simulations
For skills-based learning and assessment to be effective, they need to work backwards from the learning goals to identify and map out an authentic experience in a digital environment.
Jeff Fiske is the Vice President of Production for Muzzy Lane. He has a proven track record of developing games and simulations for both education and entertainment purposes. He can be reached at jeff@muzzylane.com or via LinkedIn.
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